Recovery-Supportive Workplace Policies
- Leave for treatment: Allow employees to take leave for SUD treatment without fear of job loss
- Return-to-work support: Provide modified duties and flexible schedules for employees returning from treatment
- Peer support: Connect employees in recovery with peer support specialists
- Confidentiality: Protect the confidentiality of employees who seek SUD treatment
- Non-discrimination: Do not discriminate against employees in recovery from SUD
Drug-Free Workplace Programs
Drug-free workplace programs — drug testing, zero-tolerance policies — must be designed carefully to avoid discriminating against employees in recovery. Employees who are in recovery and taking MAT medications (buprenorphine, naltrexone) may test positive on drug tests. Policies that automatically terminate employees who test positive for MAT medications may violate the ADA.
The Business Case for Recovery Support
IQ Insight
Employees in recovery are often among the most motivated, loyal, and productive members of the workforce. They have overcome a significant challenge and are committed to maintaining their recovery. Employers who support employees in recovery — through leave for treatment, return-to-work support, and a non-stigmatizing culture — benefit from their loyalty and productivity. The cost of supporting recovery is far less than the cost of replacing a valued employee.